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Posts from the ‘recruitment outsourcing’ Category

Executive Women Can Advance on Traditional Turf

The talking heads dominating the political scene south of the border may have given a passing nod to the role the fairer sex has to play in a thriving economy during the second presidential debate, but in this country, the binders full of employable executive-level women suffer no such slight. In Canada, women are an undismissively integral part of the economic engine and, further, stand poised to capitalize on even more opportunities in days to come.






A new study by Ipsos Reid polled Canadian female executives and concluded that the best bets for their swelling ranks appear to be in the “traditional” fields.

Specifically, says the research, the healthcare and education sectors offer the most potential for advancement for this country’s executive-level women. Some 58% of the 500 female managers and executives polled say they feel that healthcare provides the best chances for growth in the next three to five years — more than anywhere else. A little more than half of respondents (52%), meanwhile, point to education as the most promising territory for feminine success.

Other professional fields that ranked high on the list were the not-for-profit sector (35%), financial services (32%), hospitality (29%), professional services (23%) and the public sector (22%).

Information technology (11%), engineering and construction (6%), oil and gas (3%), and transportation and logistics (2%) rounded out the list. The industry cited as the least promising for women on the climb (surprise, surprise)? Manufacturing, at just 1%.

Bridging the Immigrant Employment Gap

Everybody’s heard the story about the brain-surgeon cabbie or the chemical-engineer office cleaner. These are the Canadian immigrants who arrive on our shores qualified to the gills but unable to find employment in their new country to match the skills they brought from their old.

Immigrants move to Canada because they’ve heard it’s got lots of jobs and generous benefits. It’s why we take in about 250,000 newcomers a year — more, on a per-capita basis, than any other industrial country. By 2031, StatsCan suggests, one in three workers could be foreign-born.

But these folks’ integration into a new society comes with myriad challenges. In addition to securing employment, there are language, cultural and educational hurdles to be overcome.

According to a July 2008 report, 54% of people who’ve settled in Canada since 2002 have been university-educated. But the unemployment rate for these souls, as of 2007, was quadruple that of Canadian-born residents with university degrees.


Some resources and advice to help this population find its employment feet.

• Bridging programs, like those from the province ( or Toronto’s Ryerson University ( offer mentor-matching and arrange mock interviews with real employers.

• The Canadian Immigration Integration Program ( is a federal government initiative to help newly landed workers find jobs that recognize their experience and education.

• Municipally based programs, such as those on offer from the Toronto Region Immigrant Employment Council (, offer workshops on such esoterica as how to behave in a business meeting, and operate mentoring programs that pair skilled immigrants with established pros.

Planning to Work in Canada ( is a government-produced workbook for individuals who’ve recently arrived.

• Work in Canada ( is an online resource managed by the Montreal-based immigration law firm, Campbell Cohen. It has a slew of resources for foreign-born workers struggling with the transition.

• The Best Employers for New Canadians competition ( recognizes the country’s best employers for recent immigrants, as assessed by the editors of Canada’s Top 100 Employers.

• Professional Networks for Immigrants ( is a list of networks run by internationally trained professionals in a range of professions, useful for anyone looking to develop relationships in their field.

• Alternative Jobs to Regulated Professions ( suggests non-regulated job alternatives for different regulated professions.

• Staffing and recruitment outsourcing firms are excellent first and final stops for new Canadians. Check out the bounty at

Navigating the Hump

In the United States, some 12,000 baby boomers exit the workforce every day. In Canada, the median age of “active” citizens is a stunning 43.7 years (we averaged out at 38.1 in 1991), and some 41% of the working-age population is between 45 and 64, up from 29% in 1991. The world’s workforce, as boomers hit magic mark after magic mark, is old and getting older. More senior workers are leaving the labour market earlier, more junior workers are entering it later, and the needs and policies that defined the Canadian workforce even a decade ago are suddenly and stunningly no longer applicable.

So much of the unrest is a function of the so-called “baby-boom effect,” a reference to that swell of souls born between 1946 and 1966 whose ranks represent a full third of Canada’s population and account for 41% of the labour force. Read more

Hiring for Culture First

Everybody’s heard a story about an office whose breakroom is stuffed with pool tables, where the sushi lunch every Friday is company supplied, where staffers set their own hours and bring their schnauzers to work. Such is the lore of company culture, the buzziest of buzz terms scorching the current corporate landscape — and managers ignore its siren call at their considerable peril.

According to a recent study by management consultancy Deloitte, today’s employees believe that company culture — or those values and practices to which an organization commits in demonstration of its identified priorities — is almost as important to business success as strategy is.

Adopt it as a critical tenet of your organizational existence and enjoy the fruits in hiring, retention, motivation, loyalty, productivity, creativity and, yes, profitability.

But how, we ask (above the cries to “Hire for cultural fit! Forget professional competencies! Skills can be learned!”) to measure for such a thing in a potential employee? Read more

A Senior Moment

The unflinchingly abysmal economy notwithstanding, almost 60% of working Canadians feel that if they were to lose their job today, they could find another, and with similar duties and pay. But the optimism ends with the 55-and-over crowd. Once you’ve passed that not-so-magical divide, says the Ipsos Reid poll in question, your positivity about your employed future shrinks starkly. Just 49% of this population slice sees their professional prospects brightly.

Around here, we see these results as unnecessarily bleak. So you’re stumbling down the other side of the 50s hump when you find yourself relieved of a job. Casting eyes ahead, you imagine a life of only volunteering and retirement. Days filled with euchre, indolence and regular bouts of crying.

Perish the thought. Read more

Rocking the RRR (Recruiter-Recruitee Relationship)

Ours is a time, they tell us, of inarguable and unmitigated contraction. Bellies are tightening, prospects are dimming, hope is shrinking.

Blah, blah, blah.

But let the sun burn clean through the gauze of despair, why don’t you, and you may well discover an adjusted scene in the gloaming.

Things are fiercely competitive on the job-seeking front, yes. But fantastically so. What’s better for a go-getter than the opportunity to get going? And, better still, to do so in the supremely competent company of a professional recruiter?

If your job seeking is taking place according to a recruiter-broker model, it’s important to exploit the resources at your disposal. Remember: Recruiters are paid to act as intermediaries. Here’s how to put them to work. Read more

Social Recruiting: A Primer

Social recruitment, the newest darling of the acquisitive set, is still a relatively baffling interloper in the hoary old hallways of hiring — but it behooves employers and employees alike to come to terms with it.

A new bit of research out of Jobvite, a prominent recruitment platform for the social web, reveals that social recruiting has become nothing less than an essential in the job-hiring game. Its annual Social Recruiting Survey finds that a full 92% of American companies are employing social networks and media to find personnel this year. That’s up from 78% just five years ago.

And why not? Some 73% of employers have successfully hired through social media, says the survey, up from 63% in 2011 and 58% in 2010. More than that, say the survey’s respondents, 49% say they’re getting more candidates than ever and 43% say their quality has improved. Read more

A Club With You as a Member

So you’ve got yourself some membership on LinkedIn. Good for you. With more than 150 million worldwide users, LinkedIn is a virtual trout pond for folks fishing for career enhancement, whether it’s to drive more traffic to their business or score another rung on the promotional ladder.

But your efforts on this front need to be undertaken actively. Membership in the LinkedIn community is not a passive enterprise and you underuse the resource to your own considerable detriment.

Herewith then, for individuals keen to change that scene, nine tips for dropping the tastiest bait in the LinkedIn pool. Read more

Social Media Footprints and Our First Steps

As our staffing and recruitment firm is growing into a mid-sized company, my business partner and I often get asked our thoughts on growth, our brand and our “social media footprint.”. . . Sorry, what was that last part again?

The first two are topics we discuss almost daily, but the last piece to that line of inquiry is something we felt quite ill-equipped to address. What is our Social Media Footpint — or SMF, if I’m being truly hip — anyway? LOL!

Clearly, we realized, the time had come to think about branding in today’s market and how to be a part of the social media train that Austin Powers might have characterized as having “already sailed.” Read more